BURA Collection:http://bura.brunel.ac.uk/handle/2438/1682018-02-18T05:19:00Z2018-02-18T05:19:00ZInvestigating the adoption of Interactive Complex Intervention Model (ICIM) aiming at reforming the Bahrain governmental performance as an example of Islamic contextsAlmisbah, Abdulghani Jaafarhttp://bura.brunel.ac.uk/handle/2438/158382018-02-17T03:00:18Z2017-01-01T00:00:00ZTitle: Investigating the adoption of Interactive Complex Intervention Model (ICIM) aiming at reforming the Bahrain governmental performance as an example of Islamic contexts
Authors: Almisbah, Abdulghani Jaafar
Abstract: There is a consensus within the United Nations (UN), as well as various governmental entities, politicians, individuals, scholars, and academic communities, on the need to reform governmental performances. However, there is no unanimity among them pertaining to a specific reforming model that is valid for all contexts worldwide. Accordingly, many performance management processes and practical techniques have been put into practice, which aim at improving governmental institutions’ performance. Hence, the purpose of this research is to develop, by studying the public health services that are provided by the government, an effective model, with the aim of improving governmental performance in the context of Bahrain. With regard to originality and values, the research discerns that among the many factors affecting governmental entities’ performance, there are two dominant contextual factors, i.e. the sociocultural and political forces, both of which synergise with the so-called United Nations Development Programme (UNDP) Good Governance Approach. The study develops a new perspective on the Interactive Complex Intervention Model (ICIM), stemming from the Grounded Theory (GT) and Normalisation Process Theory/Model (NPT/M), as disclosed in practical terms by the outcomes of the data gathered and its analysis. In fact, although those elements influence all other factors, there are interactive correlative impacts among all factors. Despite these outcomes, the data obtained from the research cannot be generalised, as they are derived from the local context of Bahrain; certainly until now, they can allow other similar contexts in particular to implement the insights reported in this study. It is important to note that the most influencing factor enabling this research, which aims to develop the ICIM for reforming governmental entities’ performance in Bahrain, is the salient points raised in Imam Ali’s famous consultative letter to the Governor of Egypt, Malik Ashtar, which he wrote while he was the Caliph, as scholars regard this letter as a basic guide for the Islamic administration and the UNDP Good Governance Approach. Regarding the practical implications, the research has attempted to empirically understand the role of the aforementioned primary contributing forces, that are regarded as the critical prerequisite - the first step that allows the governments’ decision makers, based on the underlying knowledge involved in the work, to forthwith provide them with several contextual practical insights towards adopting the ICIM in order to enhance and reform the government entities’ performance.
Description: This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University London2017-01-01T00:00:00ZBoard of directors’ dynamics, board effectiveness and organisational performance: the case of Nordic regionPastra, Aspasia S.http://bura.brunel.ac.uk/handle/2438/157912018-02-09T03:00:20Z2017-01-01T00:00:00ZTitle: Board of directors’ dynamics, board effectiveness and organisational performance: the case of Nordic region
Authors: Pastra, Aspasia S.
Abstract: The thesis aims to explore the effect of team dynamics on team and organisational outcomes. Dynamics is a broad term that encompasses all the processes and attitudes that exist between team members and influence the direction of team’s performance. Trust, conflict and behavioural integration comprise psychological facets of teamwork and are amongst the most common dynamics of a team. The current study aims to shed light on the perceptions of board members about the level of conflict, trust and behavioural integration during board meetings, which comprise the most critical forum of the group. Trust, conflict and behavioural integration are the primary attitudes, behaviors, and cognitions that arise within the board and encompass the core aspects of teamwork. There is a gap in the literature for examining the role of social-psychological processes and interactions between the board members because access to the boardroom is difficult and the researchers are forced to turn their attention on secondary data and proxies for board behaviors. Although that board of directors is an upper echelons group of executives who can ensure the long-term survival of the organisations, there is scarce of research in studying boards from a team perspective. Until today, we have limited knowledge of team processes, such as conflict, both inside the boardrooms and in the context of strategy implementation. The literature review in this thesis is drawn from multiple disciplines, including management, psychology and sociology, which enable us to gain a deep understanding of team’s dynamics. The methodology has been based on a positivist approach since the focus is centered around the data collection process and the statistical interpretation of the findings. Primary data was collected from board members in Nordic countries, namely Denmark, Finland, Sweden, Iceland and Norway. The data was collected with the use of survey method and the findings are based on 186 usable responses. The Nordic corporate governance model remains still the less known outside the Nordic region (Thomsen, 2016) but this thesis postulates that valuable lessons can emanate from its study. The study of the Nordic model could give us useful lessons for the roles of the board and the structure of their organisations. The statistical analysis of the model involved: Descriptive Analysis, Exploratory Factor Analysis (EFA), Confirmatory Factory Analysis (CFA) and Structural Equation Modeling (SEM). The results of this thesis provide theoretical and managerial recommendations for achieving superior board performance. The importance of the role of the Behavioural Integration inside the boardroom is underlined as a significant finding of this study. Moreover, the role of Trust in the board context raises some important questions about its priority since there may be other processes or dynamics which present more clear-cut results on board effectiveness. Furthermore, the deleterious effects of conflict have been underlined. It is also underlined that in this competitive era boards should go beyond fiduciary responsibilities to a more strategic role on a broader range of matters With the exception of a few studies, researchers still to move inside the “black box” of the upper echelons processes and understand how the executives in the board interact. Building a strong board of directors requires a focus beyond demographic characteristics to board interactions. The most effective boards have the strongest board dynamics and are characterized by openness, teamness and collaborative behaviour. The power of the board comes from the ability of the directors to effectively work together and hopefully the current study contributes substantially to the corporate governance field and the way that team processes affect team outcomes.
Description: This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University London2017-01-01T00:00:00ZManagerial capture of employee voice in unionised and non-unionised employee representations (NERs) setting: an empirical evidence from NigeriaOruh, Emeka Smarthttp://bura.brunel.ac.uk/handle/2438/157872018-02-07T03:00:18Z2017-01-01T00:00:00ZTitle: Managerial capture of employee voice in unionised and non-unionised employee representations (NERs) setting: an empirical evidence from Nigeria
Authors: Oruh, Emeka Smart
Abstract: The overriding aim of this study is to critically explore the managerial motives, strategies and channels management utilise to managerially capture employee voice (EV) in unionised and non-unionised employee representatives (NERs) setting – using the lens of selected firms in Nigerian Petroleum, Banking and Information and Communications Technology (ICT) sectors. EV concept has continued to gather momentum due to its promise of engendering cordial and mutual employment relations (ER). Since its rise, numerous studies have captured EV from the realms of rise and fall of unionism and collective bargaining, surge of alternative voice (non-unionised employee representations, NERs) and to employee motivation in using both pro-motive and remedial voice mechanisms, amongst other studies, aimed at widening the concept. These studies have enriched the EV literature, however, there is need to further interrogate it - for more nuanced understanding. In furthering this enrichment process, the present study appropriates the concept of managerial capture (MC) – a precursor to managerialism – to engage this. The study answers three key research questions, which are: what are the motives, strategies and channels via which EV is managerially captured in Nigeria’s ER? To answer the questions, data was gathered from 33 semi-structured interviews and 17 focus group sessions with managerial and non-managerial staff from firms selected across the 3 sectors highlighted above, which is combined with shadow reports (archival data) from two non-governmental organisations (NGOs). The NGOs are the International Labour Organisation (ILO) and the United Nations Committee on the Elimination of all Forms of Discrimination Against Women (CEDAW). Data is analysed using critical discourse analysis (CDA), which examines text, discourse and context. To enhance relational analysis and thematic resonances, lexical patterning in data is the focus. More specifically, legitimacy theory (LT), is used to appraise association amongst lexical elements, organisational discourses and broader cultural, institutional, political and social issues in Nigeria. The study found that MC in Nigeria is underpinned by motives of managerialism, maximising shareholder value and disempowerment of employees; while strategies of legitimisation, disengagement and un-representation are employed to realise these motives. Also, alternative voice channels (NERs) – which lack autonomy, power, effectiveness and credibility – are used to managerially capture EV. The findings demonstrate that strategies and channels by which Nigerian organisations engage employees are self-seeking, profit-oriented and strategic, rather than normative and participatory, thereby underpinning their managerial motives. It is hoped theoretical contribution has been achieved in this study by linking MC concept with EV in the overall motives, strategies and channels through which employees’ voice is captured in Nigeria’s employment relations. Similarly, it is assumed that this study has contributed to the methodologies used in ER literature by triangulating a rarely utilised data source, shadow report, with other conventional methods – interviews and focus group –which is novel, in particular, from developing countries perspective. Additionally, this study responds to wider calls for researchers to widen theoretical and methodological confines of HRM – specifically ER literature – for more nuanced scholarship. Empirically, the present study uses triangulated data to investigate EV in Nigeria’s ER context, which is understudied. This thesis is however demarked by banking, ICT and petroleum sectors. Extending research beyond these sectors will facilitate more robust debate on EV, which will enable a comparative analysis of ER pattern and organisational behaviours in Nigeria. Also, given the limitation(s) of using words to represent social actualities, generalising findings might be problematic, however such limitation(s) is/are decreased via triangulating three main data sources: interviews, focus group and shadow report data.
Description: This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University London2017-01-01T00:00:00ZKnowledge evolution within business processes undergoing planned/radical change: empirical evidence from Kuwaiti higher education institutesAlyaseen, Nouf M Bhttp://bura.brunel.ac.uk/handle/2438/156602018-01-16T03:00:19Z2017-01-01T00:00:00ZTitle: Knowledge evolution within business processes undergoing planned/radical change: empirical evidence from Kuwaiti higher education institutes
Authors: Alyaseen, Nouf M B
Abstract: This thesis investigates changes in knowledge required to complete tasks within business processes that have implemented planned/radical change. The research is based on the synthesis of three scholarly domains: change management, knowledge management, and business processes. Organisations implement planned/radical change for various reasons: due to perturbations in the external environment, to achieve strategic goals, or to improve profitability. Radical changes affect business processes and the people carrying out tasks within those processes. Yet, many radical process change initiatives founder. The conceptual argument underpinning this thesis is that planned/radical change initiatives are rarely fully implemented because knowledge does not fully evolve from pre-change to post-change knowledge. People can hold onto knowledge they have, or are unable to grasp new knowledge required, or attempt to apply knowledge that is redundant. This thesis posits that knowledge which does not evolve is a barrier to change. Consequently, this study contributes by providing a deeper understanding of knowledge evolution in the context of processes that have undergone planned/radical change, and specifically the evolution of declarative, procedural and heuristic knowledge necessary to complete new or redesigned tasks within business processes, which form the bedrock to enhancing the implementation of planned/radical change. Drawing on the literature related to change, knowledge, process and dynamic capabilities, a conceptual model is developed to explain evolutionary stages from pre-change to post-change declarative, procedural and heuristic knowledge within business processes. The model is based upon empirical data, collected qualitatively from two higher educational institutes based in Kuwait. This thesis also investigates redundant knowledge: knowledge that is no longer of use in post-change processes. In addition, the factors affecting knowledge evolution that exist during the period of implementing planned/radical change in a business process are identified and defined. Understanding these factors enhances the progression of staff members through the evolution stages. The model suggests that greater recognition of the pace at which knowledge evolves is important for implementing planned/radical change. The implications for practice are highlighted. This study has a number of limitations and suggestions for future research, which are set out in more detail in the concluding chapter.
Description: This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University London2017-01-01T00:00:00Z